Content Overview
- Summary
- Impact of Colorectal Cancer On The Workplace
- Seek Advice
- Be Cautious Before Telling About Your Diagnosis
- Schedule Tests and Treatment Schedules To Accommodate Work
- Revise Your Work Schedule
- Plan Before You Take Days Or Weeks Off
- How To Request An Accommodation At Work
- Take Practical Steps Now In Case Of Future Discrimination
- Review And Maximize Employer Benefits
- If Your Work Requires A Lot Of Physical Effort
- Plan For The Future
Colorectal Cancer: Newly Diagnosed: At Work (Stages 2, 3, 4)
Take Practical Steps Now In Case Of Future Discrimination
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The Americans With Disabilities Act (ADA) and similar laws provide protection against discrimination and require reasonable accommodations to allow people with a disability to do their work.
Colorectal cancer is not always considered to be a protected disability. In order to be considered to be a disability under the ADA, the condition must be substantially limiting.
It is not advisable to get into a legal battle if you can possibly avoid one. As a practical matter,
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If an employer says that the law doesn't apply, remind the employer of the effect on other employees and potential new employees if word gets out that the employer discriminates against men or women with colorectal cancer.
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With respect to an accommodation, negotiate for what you need. It is what you need to do whether you are protected under the law or not.
"Just in case:" start keeping a work journal to help keep track of facts that would be relevant if you ever want to file a discrimination claim. (You may think you would never do such a thing at this point, but you may wish you had kept notes if you actually do feel the sting of discrimination.)
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Include good things that happen such as when you receive a pat on the back.
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Include anything that could be considered to be discrimination. Enough facts can create a pattern.
If you believe you have a discrimination claim, the EEOC is there to help for free (in addition to private alternatives). See "To Learn More."
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